Introduction
East Dunbartonshire Council calculates its gender pay gap on an annual basis in accordance with our duties arising from the Equality Act 2010 (Specific Duties) (Scotland) Regulations 2012. In addition, the Council conducts regular equal pay reviews to ensure that all staff are paid fairly and equitably.
The Act requires public bodies with a workforce of more than 250 employees to publish gender pay gap which is a calculation undertaken to measure the difference between men and women’s average hourly earnings (excluding overtime) across an organisation or the labour market. This is expressed as a percentage of men’s earnings,
East Dunbartonshire Council has 3 distinct grading structures:
- Local Government – Grades 3 to 17
- Teachers
- Chief Officials
Gender Pay Gap – Definition
The gender pay gap is defined as the difference in the average hourly wage of all men and women across an organisation.
Gender Pay Gap – Calculation
The gender pay gap is always expressed as a percentage, and is calculated by detailing the difference between the average hourly pay rate of male employees and the average hourly pay rate of female employees. When a negative figure is calculated it means that the average pay of men is lower than women and a positive figure shows the average male pay is higher.
The Council has compiled data to include in this report which has been obtained from our HR & Payroll System as at the 31st March 2023 and include the following employees:
| Data Scope |
Demographic |
|---|---|
| Employee Groups | Local Government Employees, Teaching Staff and Chief Officers |
| Employees Excluded | Agency workers, Supply |
| Contracts | Permanent, Fixed Term, Temporary |
| Payments | Ordinary pay, inc Basic Pay, Contractual Overtime |
The headcount of relevant employees is 5169, these employees hold a total of 5380 contracts within the dataset as at 31 March 2023.
The gender split of employees within the data set is:
| Female | Male |
|---|---|
| 76% | 24% |
The split between full and part time within the genders is as follows
| Female | Male | ||
|---|---|---|---|
| Full time | Part Time | Full Tine | Part Time |
| 49% | 51% | 85% | 15% |
The employee breakdown of full time and part time is detailed below:
The gender split within East Dunbartonshire Council follows the Scottish and wider UK trends, which show that a far greater percentage of employees working within local authorities are female. The data produced also shows that those female employees are far more likely to be employed on a part time basis.
Methodology and Calculation
As in previous years, the Council has carried out its calculations in accordance with guidance provided in the Equality Act 2010 (Gender Pay Gap Information) Regulations 2017. These are calculated in hourly rates of pay with data based on salaries as at March 2023.
East Dunbartonshire Council’s Gender Pay Gap
Mean Gender Pay Gap
The mean average hourly rate of pay has been calculated by adding all individual employees’ hourly rate of pay and dividing by the total number of employees included in the data set.The mean average gender pay gap for East Dunbartonshire Council is 4.20%.
| Mean Average Hourly Rate | |||
|---|---|---|---|
| Male | Female | Difference | Mean Average Gap |
| £19.42 | £18.60 | £0.82 | 4.20% |
Median Gender Pay Gap
The median hourly rate is calculated by ranking the all hourly rates earned within East Dunbartonshire Council from the lowest paid to the highest paid and taking the hourly rate for the person in middle. The median gender pay gap is the difference between women’s median and the men’s median and expressing this as a percentage.
The median gender pay gap is lower than the mean at 0%.
| Median Average Hourly Rate | |||
|---|---|---|---|
| Male | Female | Difference | Mean Average Gap |
| £16.45 | £16.45 | £0.00 | 0% |
Bonus Analysis
East Dunbartonshire Council does not make bonus remunerations to any group of employees. There is no Bonus Gender Pay Gap within East Dunbartonshire Council.
Quartile
Due to the nature of the pay structures and the number of contracts which attract the same hourly rate it is not possible to split the employee group at the “natural” points. The employee group has been split to provide a good distribution of contracts per quartile.
This update has been produced in accordance with the Council’s commitment to monitoring and promoting equality across the organisation.
| Quartile | Female | Male | Total | Min £ | Max £ |
|---|---|---|---|---|---|
| Lower | 87% | 13% | 1232 | £10.98 | £12.88 |
| Lower Middle | 65% | 35% | 1251 | £13.25 | £16.45 |
| Upper Middle | 72% | 28% | 1275 | £16.45 | £24.28 |
| Upper | 79% | 21% | 1411 | £24.82 | £78.30 |